360 degree feedback

360 Degree Feedback

360 Degree Feedback360 Degree Feedback


Benefits of applying appropriate feedback will help in the Benefits of applying appropriate feedback will help in the

manager in people and task areas of development.manager in people and task areas of development.


The most effective 360 degree feedback processes The most effective 360 degree feedback processes provides feedback that is based on behaviours that provides feedback that is based on behaviours that others around you can see. others around you can see.

This feedback provides insights and perspectives about the This feedback provides insights and perspectives about the skills and behaviours desired in the organization to skills and behaviours desired in the organization to accomplish the mission, vision, and goals and live the accomplish the mission, vision, and goals and live the values. values.

The feedback is firmly founded on what the organisation The feedback is firmly founded on what the organisation values and expects from their leaders and desires for values and expects from their leaders and desires for

their people. their people.

Conscious Competence Conscious Competence Learning Matrix Learning Matrix

Benefits of 360 Degree Benefits of 360 Degree FeedbackFeedback

360 degree feedback allows each individual to understand 360 degree feedback allows each individual to understand how their (current) effectiveness as an employee, co-how their (current) effectiveness as an employee, co-worker, or staff member is viewed by others. worker, or staff member is viewed by others.

The purpose of the 360 degree feedback is to assist each The purpose of the 360 degree feedback is to assist each individual to understand their strengths and weaknesses, individual to understand their strengths and weaknesses, and to contribute insights into aspects of their personal and to contribute insights into aspects of their personal and professional future development.and professional future development.


Leadership is about defining a clear purpose, developing Leadership is about defining a clear purpose, developing measurable expectations, holding people accountable for measurable expectations, holding people accountable for the results, and providing regular feedback so people the results, and providing regular feedback so people know where they stand and how to improve. know where they stand and how to improve.

Consider airplanes flying on autopilot. When a plane is on autopilot the system Consider airplanes flying on autopilot. When a plane is on autopilot the system provides feedback every few seconds and the plane makes continuous provides feedback every few seconds and the plane makes continuous course corrections - so slight that the passengers don't even notice. But course corrections - so slight that the passengers don't even notice. But

what if that plane only received feedback once every twenty minutes? How what if that plane only received feedback once every twenty minutes? How far off course would it be and how large a course correction would be far off course would it be and how large a course correction would be

required to get the plane back on track? Frequent and specific feedback is required to get the plane back on track? Frequent and specific feedback is essential to provide guidance and improvement.essential to provide guidance and improvement.


The following features will manifest themselves in well-The following features will manifest themselves in well-managed, well-integrated 360 degree feedback managed, well-integrated 360 degree feedback processes. processes.

Team Development:Team Development:

Helps team members learn to work more effectively Helps team members learn to work more effectively together. Multi-sided feedback makes team members together. Multi-sided feedback makes team members more accountable to each other as they share their more accountable to each other as they share their perspective and knowledge that they will provide input on perspective and knowledge that they will provide input on each members’ performance. each members’ performance.


Personal and Organizational Performance Personal and Organizational Performance Development:Development:

360 degree feedback is one of the best methods for 360 degree feedback is one of the best methods for understanding and addressing personal and understanding and addressing personal and organizational developmental needs so that both organizational developmental needs so that both individuals and the organisation benefit from the individuals and the organisation benefit from the feedback process. feedback process.


Responsibility for Future Leadership Development:Responsibility for Future Leadership Development:

For many reasons, organizations are no longer For many reasons, organizations are no longer responsible for developing the careers of their responsible for developing the careers of their employees, if they ever were. Multi-perspective feedback employees, if they ever were. Multi-perspective feedback can provide excellent information to an individual about can provide excellent information to an individual about what they need to do to enhance their vocational calling. what they need to do to enhance their vocational calling.

Additionally, many employees feel 360 degree feedback Additionally, many employees feel 360 degree feedback is more accurate, more reflective of their performance, is more accurate, more reflective of their performance, and more validating than prior feedback from the and more validating than prior feedback from the supervisor alone. This makes the information more supervisor alone. This makes the information more useful for both career and personal development. useful for both career and personal development.


Reduced Discrimination Risk:Reduced Discrimination Risk:

When feedback comes from a number of individuals in When feedback comes from a number of individuals in various job functions, discrimination because of race, various job functions, discrimination because of race, age, gender, and so on, is reduced. The "horns and age, gender, and so on, is reduced. The "horns and halo" effect, in which a supervisor rates performance halo" effect, in which a supervisor rates performance based on her most recent interactions with the based on her most recent interactions with the employee, is also minimised. employee, is also minimised.


Improved Customer Service:Improved Customer Service:

Especially in feedback processes that involve internal Especially in feedback processes that involve internal and external people, each person receives valuable and external people, each person receives valuable feedback about the quality of their efforts and feedback about the quality of their efforts and communications. This feedback should enable the communications. This feedback should enable the individual to improve the quality, reliability, promptness, individual to improve the quality, reliability, promptness, and comprehensiveness of their future work efforts and and comprehensiveness of their future work efforts and communications. communications.


Training Needs Assessment:Training Needs Assessment:

360 degree feedback provides comprehensive 360 degree feedback provides comprehensive information about organisation training needs and is information about organisation training needs and is foundational to future planning for classes, cross-foundational to future planning for classes, cross-functional responsibilities, and training initiatives.functional responsibilities, and training initiatives.

Refer to Reading; Refer to Reading; 360 Feedback: Strategies, Tactics, and Techniques for Developing Leaders

John E. Jones, William Bearley Published by Human Resource Developement Press, 1996


Guidelines to Follow when giving feedback Guidelines to Follow when giving feedback

Giving tough feedback is difficult. But it can be positive if Giving tough feedback is difficult. But it can be positive if we follow a few basic rules.we follow a few basic rules.

First, provide feedback when you see the undesired First, provide feedback when you see the undesired behaviour. behaviour.

Second, start by stating your positive intention. Second, start by stating your positive intention. Third, provide feedback about the person's behaviour, not Third, provide feedback about the person's behaviour, not

their personality. their personality. Fourth, reinforce that behaviour has consequences. Fourth, reinforce that behaviour has consequences.


Honest feedback is the heart of a relationship between any Honest feedback is the heart of a relationship between any quality team that cares about each other and their future. quality team that cares about each other and their future.

As leaders, performance is our responsibility. If we fail to As leaders, performance is our responsibility. If we fail to give feedback then we suffer the consequences. give feedback then we suffer the consequences.

Feedback given with good intentions, a focus on behaviour Feedback given with good intentions, a focus on behaviour and its consequences, and the freedom of choice is a and its consequences, and the freedom of choice is a powerful and positive tool.powerful and positive tool.

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360 degree feedback

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